Evergreen Solutions was retained by Saint Paul Public Schools to conduct a Compensation Study. Evergreen conducted an external analysis of the SPPS pay and benefits (salary, health benefits, premium sharing, paid leave, retirement benefits, education benefits, etc.) for a set of roles associated with specific groups and bargaining units for internal parity (roughly 250 staff representing 5 groups or units). Analysis included internal review for parity, a review against comparable K-12 education systems, and a review against related industries outside of K-12 education. Evergreen further conducted a job analysis to determine internal equity and revised job descriptions accordingly. Note: Evergreen was again hired in 2023 to conduct a Compensation Study for non-exempt staff.
Robeson Community College, NC: Development of an Employee Compensation Plan
Evergreen Solutions was retained by Robeson Community College to develop an Employee Compensation Plan. Evergreen’s consultants ensured salaries were in accordance and aligned with any salary requirements, or guidance, outlined by the North Carolina Department of Community Colleges and/ or North Carolina Legislature and obtained salary plans from comparable community colleges to identify competitive and strategic salary plans that would drive externally equitable salaries. Evergreen provided a comparison to the North Carolina Community College System ranges (to determine where Robeson Community College ranked within the System for positions and categories – a breakdown of the system, and regional salary amounts), and included public records from external organizations in the market area (such as City of Fayetteville, University of North Carolina at Pembroke, Bladen and Columbus County). In the end, Evergreen worked with senior college officials to identify a plan that would best suit the needs of a progressive leading community college.
Charleston County Aviation Authority, SC: Compensation and Classification Study
Evergreen Solutions was retained by Charleston County Aviation Authority (CCAA) to conduct a Compensation and Classification Study. Evergreen evaluated the Authority’s present salary and classification structure as compared to the relevant job market for comparable positions in comparable regions of growth, airports, as well as businesses in the private and public sectors, and assessed internal equity. Additionally, any areas for streamlining, restructuring, or further division of labor were notated, to include expected efficiencies gained from the suggested changes. The objectives of the study for CCAA were to be able to attract and retain qualified employees and to maintain a competitive position with other comparable entities within the same geographic and business area.
Clayton County Water Authority, GA: Classification and Compensation Study and Analysis
Evergreen Solutions was retained by the Clayton County Water Authority (CCWA) to conduct a Classification and Compensation Study and Analysis. The objectives of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth (i.e. career ladders); provide justifiable pay differential between individual classes; ensure proper organizational alignment between classifications and designated departments; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.
New Braunfels Utilities, TX: Job Market Survey
Evergreen Solutions was retained by New Braunfels Utilities to conduct a Job Market Survey. Evergreen performed a market salary and benefits survey of private and public sector benchmark comparisons of similar employee size (250 – 500 employees), customer size (50,000-100,000), and revenue ($200 million or more). The market survey included positions directly related to these services as well as utility support staff and leadership. Evergreen utilized the market survey results to make recommendations for the following: position changes to existing grade structure; and proposed compensation plan/model and grade structure model to correspond with the market survey results in order to keep NBU competitive in the market. Evergreen also analyzed NBU employees’ salaries, per job classification, to ensure internal equity based off gender and race and provided individualized recommendations for changes.
Skagit Transit, WA: Compensation Study Services
Evergreen Solutions was retained by Skagit Transit to provide Compensation Study Services. Evergreen worked with Skagit Transit to establish a new Employee Compensation Plan based on external benchmarks through a comprehensive analysis on the existing compensation, classification, benefit and pay structure for the organization’s employees. Evergreen revised job descriptions to be more reflective of the actual duties of the position and some positions were evaluated for FLSA exempt status.